Organizational Behavior in Sainsbury

Organization and Behaviour

Table of content
Introduction 3
Conclusion 12
Reference 13

Introduction
The behavior of an individual in the organization can be studied by organizational behavior. The
interface between an individual and its organization is termed as organizational behavior. In this
report of organizational behavior we are being discussing about the company Sainsbury. The
report is discussing about the various factors which supports the behavioral influencing of
organization and individual in the organization. Moreover, in this report it has been discussed
about the various process and content theories of motivation in order to ensure an employee
achieve its objective and goal. Additionally, better performances could be ensured if the
employees are working in group and teams. Lastly, this report gives the evidences of concepts
and philosophies of organizational behavior which could be applied in company (Osland, Devine
and Turner, 2015).
Analyzing organization culture, politics and power influencing individual and team
behavior and performance.
From the behavioral pattern of the employee can be influenced by the collective beliefs and
principles of the organizational culture. Sometimes the culture followed in the organization
distinguishes the structural member’s efforts and contributions, in order to gain knowledge
regarding how the goals of the individual will be achieved, how they are interconnected as well
as what has to be achieved. The organizational culture can be classified in several forms such as
Power culture
The culture followed in an organization in which the actual power is associated with the small
number of powerful individuals which are at the center of the culture. Thus, it is observed that
the power culture is been enjoyed by very limited people of the organization.
Role culture
In this culture, the positions in job are dominant; synchronization is carried out from top. Such
companies values consistency and predictability and assume adjustment to modifications is a
tough job to them.
Task culture

The companies which are following this work culture tend to value their project or job. The
employees working over there had the complete control over their work and they endowed with
the independence.
Person culture
In order to make career of the individual, by making them expertise is the culture followed in the
organization, here the individual is considered to be at the post of dominant position. Thus, such
companies tend to pay attention on the importance of the employee (Osland, Devine and Turner,
2015).
Organizational Power
The organizational power can be defined as the capability of an individual to change the
behavior of the other even if other is not willing to do so, thus, such abilities helps in influencing
the people towards the objectives of the organization. Basically, organization power can be
divided into five parts i.e. referent power, expert power, legitimate power, coercive power and
reward power.
Reward power
Providing rewards and values is the special power given to some specific officials of the
organization. The practice arrangements and informal customs tend to affect the usage of reward
power.
Coercive power
This power is in relation to punishments, thus, it is completely opposite to the reward power as in
this power an individual forces someone to do something without the wish of other to do so.
Legitimate power
This power is possessed by the individuals with the formal rank in the organization. These
individuals are being obeyed due to their position in the company and not because of their
personality. They posses direct access to technical skills, knowledge as well as resources.
Expert power